Category: Recruitment CRM

Phenom AI Day: Be Part of It

Phenom AI Day. By now, you’ve seen it featured in the Wall Street Journal, read an email about it, or seen the hype video on social media — but what is it? 
 

Phenom AI Day is a special live broadcast, streaming live from Phenom’s world headquarters in Ambler, PA on Dec. 9 at 11am ET. During the event, field experts from global enterprises will showcase how HR is using artificial intelligence and machine learning to hire, develop, and retain top talent. 
 

The broadcast will also cover how global customers are benefitting from the use of AI within the Talent Experience Management (TXM) platform. A diverse mix of examples can be expected, as Phenom’s customers span a wide variety of industries, including manufacturing, healthcare, retail, transportation, financial services, pharmaceuticals, technology, and food services. 
 

Who should attend 

HR practitioners — including CHROs, talent acquisition and talent management leaders, recruiters, sourcers, and talent marketers — will find value in attending AI Day. Data scientists, AI enthusiasts, and specialists should also be part of it. 
 

This live broadcast will provide a unique opportunity to look under the proverbial hood of AI to see how it connects the right people to the right job, gives recruiters their valuable time back, and helps TA teams discover best-fit candidates faster. 
 

Those who attend will gain a renewed focus on the future of hiring and will walk away better prepared to tackle today’s unprecedented challenges. In order to hire and retain the next 1,000,000,000, we must first understand and embrace the positive impact AI technology is having on the HR profession. 
 

What to expect 

During Phenom AI Day, attendees will gain exclusive exposure to the inner workings of talent intelligence and discover how Phenom’s decade of innovation laid the foundation for a 25+ billion datapoint-driven system of intelligence. Attendees will learn how to: 
 

Put AI into practice to solve today’s biggest recruiting and retention challenges
Develop a sophisticated career path framework to upskill employees and counter turnover
Implement essential AI functions including candidate matching, discovery, personalization, and automation
Overcome bandwidth and resource restraints to source and hire best-fit talent
Embrace explainable AI, built on validated and contextual models that power talent experiences
Responsibly and ethically adopt AI in hiring and talent management practices

Plus, by attending Phenom AI Day, you’ll be among the first to hear about Phenom’s multiple industry-changing commitments, which have been designed to accelerate the long-term adoption and outcomes driven by AI. 
 

Have questions?

Here are some frequently asked questions that our team has been getting about Phenom AI Day. 
 

How long is the event? 
Phenom AI Day will be a ~2-hour broadcast. Plenty of time to deep dive into AI but short enough that you won’t have to block off the whole day. 
 

What if I register and can’t make the live broadcast? 
We designed this event so you can experience Phenom AI Day your way. If you can’t make it for the entire live broadcast, we suggest that you register so that you are able to catch the replay on your own time. 
 

How many registrants can attend the live broadcast?
Registration is limited to 5,000 on a first-come, first-serve basis. All registrants will receive access to the replay shortly after the event. 
 

I don’t know anything about AI. Should I still attend?
Yes! For those looking to learn more about AI and its applications, the event will demonstrate what AI is capable of and how it can help TA, TM, and HR professionals hire and retain top talent. 
 

Why should I register now?
Beyond the 5,000 registration cap, those who register before Dec. 1 will be automatically entered to win one of five Smart Home Automation Kits in our Phenom AI Day Giveaway. Learn more here. 
 

Where can I learn more about the event?
You can read the full press release here or visit the Phenom AI Day website. 

 

Register to attend Phenom AI Day today to be part of what’s next. 

kasey.lynch
Sat, 11/20/2021 – 02:18

Phenom AI Day: Be Part of It

Phenom AI Day. By now, you’ve seen it featured in the Wall Street Journal, read an email about it, or seen the hype video on social media — but what is it? 
 

Phenom AI Day is a special live broadcast, streaming live from Phenom’s world headquarters in Ambler, PA on Dec. 9 at 11am ET. During the event, field experts from global enterprises will showcase how HR is using artificial intelligence and machine learning to hire, develop, and retain top talent. 
 

The broadcast will also cover how global customers are benefitting from the use of AI within the Talent Experience Management (TXM) platform. A diverse mix of examples can be expected, as Phenom’s customers span a wide variety of industries, including manufacturing, healthcare, retail, transportation, financial services, pharmaceuticals, technology, and food services. 
 

Who should attend 

HR practitioners — including CHROs, talent acquisition and talent management leaders, recruiters, sourcers, and talent marketers — will find value in attending AI Day. Data scientists, AI enthusiasts, and specialists should also be part of it. 
 

This live broadcast will provide a unique opportunity to look under the proverbial hood of AI to see how it connects the right people to the right job, gives recruiters their valuable time back, and helps TA teams discover best-fit candidates faster. 
 

Those who attend will gain a renewed focus on the future of hiring and will walk away better prepared to tackle today’s unprecedented challenges. In order to hire and retain the next 1,000,000,000, we must first understand and embrace the positive impact AI technology is having on the HR profession. 
 

What to expect 

During Phenom AI Day, attendees will gain exclusive exposure to the inner workings of talent intelligence and discover how Phenom’s decade of innovation laid the foundation for a 25+ billion datapoint-driven system of intelligence. Attendees will learn how to: 
 

Put AI into practice to solve today’s biggest recruiting and retention challenges
Develop a sophisticated career path framework to upskill employees and counter turnover
Implement essential AI functions including candidate matching, discovery, personalization, and automation
Overcome bandwidth and resource restraints to source and hire best-fit talent
Embrace explainable AI, built on validated and contextual models that power talent experiences
Responsibly and ethically adopt AI in hiring and talent management practices

Plus, by attending Phenom AI Day, you’ll be among the first to hear about Phenom’s multiple industry-changing commitments, which have been designed to accelerate the long-term adoption and outcomes driven by AI. 
 

Have questions?

Here are some frequently asked questions that our team has been getting about Phenom AI Day. 
 

How long is the event? 
Phenom AI Day will be a ~2-hour broadcast. Plenty of time to deep dive into AI but short enough that you won’t have to block off the whole day. 
 

What if I register and can’t make the live broadcast? 
We designed this event so you can experience Phenom AI Day your way. If you can’t make it for the entire live broadcast, we suggest that you register so that you are able to catch the replay on your own time. 
 

How many registrants can attend the live broadcast?
Registration is limited to 5,000 on a first-come, first-serve basis. All registrants will receive access to the replay shortly after the event. 
 

I don’t know anything about AI. Should I still attend?
Yes! For those looking to learn more about AI and its applications, the event will demonstrate what AI is capable of and how it can help TA, TM, and HR professionals hire and retain top talent. 
 

Why should I register now?
Beyond the 5,000 registration cap, those who register before Dec. 1 will be automatically entered to win one of five Smart Home Automation Kits in our Phenom AI Day Giveaway. Learn more here. 
 

Where can I learn more about the event?
You can read the full press release here or visit the Phenom AI Day website. 

 

Register to attend Phenom AI Day today to be part of what’s next. 

kasey.lynch
Sat, 11/20/2021 – 02:18

Uncovering Hidden Biases in Recruiting

Every stage of the recruiting process has the potential to introduce bias into your hiring practices. So how can organizations find and fix these hidden biases? 
 

Tom Lakin, Director of Innovation at Resource Solutions, has some answers. He joined Talent Experience Live to explore how to take inclusion efforts from lip service to action through data-driven goals and initiatives.
 

Get his insight in our recap below, and don’t miss the full episode for all the inspiring details.
 

Transforming DE&I from good intentions to good practice
 

Resource Solutions is a global recruiting firm that consults with companies that want to elevate their approach to diversity, equity & inclusion (DE&I).
 

“There’s been a proper seismic shift in overall attitude,” Lakin said, prompting companies and individuals alike to question their commitment to DE&I. “Are we doing enough? The answer was no.” 
 

Be aware of hidden biases
 

A major barrier to DE&I efforts? Hidden bias. Every stage of the recruitment process has the potential to introduce hidden biases that are largely misunderstood by most TA and HR professionals. 
 

Lakin shared these examples:
 

The common multi-stage interview process puts female candidates, who typically have less free time, at a disadvantage compared to males.
 
Asking for current salary (which is not legal in many states but is standard practice globally) feeds the gender pay gap, especially among Black female candidates. 
 
Employment information on platforms that aren’t Android-compatible can introduce bias against Black candidates, who are more likely to use Android devices. 
 
“We can fix these problems… it’s about bringing people on the journey,” Lakin said.
 

Resource: Using AI to Overcome Unconscious Bias and Hire for Diversity

 

How can organizations identify bias and work to eliminate it?
 

It’s not enough to just identify bias – organizations need to design and implement strategies to eliminate it. Lakin recommends a two-part approach: 

 

 

1. Audit the entire recruitment process.

First, conduct an end-to-end audit of the entire recruitment process – from referral to onboarding. “Hold a mirror up to what the current process is. Don’t make any changes until you know what you need to fix,” he advised.
 

Begin with the moment a job seeker searches for employment opportunities with your company online. Examine the content and scrutinize the application process. 
 

Look at the images used. Will candidates see faces that represent the demographics of your community? New York, for example, is only about 50% white, Lakin noted. But hiring companies there over-represent white males in their recruitment marketing. 
 

It’s important to apply validated research to the audit. Lakin recommends working with a partner if those skills aren’t available on your in-house team.
 

During the audit, consider the eight dimensions of diversity:
 

Gender
Ethnicity
LGBQT+ communities
Age
Faith
Socioeconomics
Veterans
 
2. Create a data-supported list of changes.

Resource Solutions typically generates around 70 process recommendations to support better DE&I. Recommendations range from general branding and technology changes to more specific data-driven adjustments. 
 

The most powerful approach is to look at internal data and representation, and then compare those numbers to external data. 
 

Here’s an example: An organization examines the gender breakdown in its legal department and finds 40% of employees are female. 
 

Is that good representation? Wouldn’t logic dictate it should be at 50%? Not necessarily, and that’s where the external data comes in. If the market supply for these job roles is 33% female, then the legal department is adequately representing women.  
 

EBOOK: The Definitive Guide to Diversity, Equity & Inclusion

Combine technology with strong thought leadership 
 

Used correctly, technology is a valuable piece of the DE&I approach. Lakin identified a few specific tools to help gather the data you need to identify hidden biases:  
 

Google Lighthouse is an accessibility tool that flags barriers on your site that could exclude disabled individuals.
 
Textio and other language analyzer tools assess gender bias and readability of job ads, flagging wording that could introduce bias.
 
LinkedIn features a tool that measures the response rate to job postings from female versus male candidates. 
 
HR software platforms include sophisticated tools to help cultivate inclusive work communities and promote employee resource groups.

Always be mindful that any technology you use is just an enabler of inclusion. It takes human empathy and intellect to set campaign direction and messaging, and consider the potential emotional impact of exclusion. 
 

”You need brilliant tech and brilliant thought leaders who really know about it,” Lakin said. “When they combine, that’s when the magic starts.”
 

How companies are putting DE&I into action
 

What does a strong approach to DE&I look like in the real world? Here are some examples from organizations that are excelling at creating an inclusive culture:
 

Upskill employees: Lakin is a big fan of improving the workforce by leveraging upskilling as a path to stronger diversity. This tactic promotes social mobility, succession planning, future-proofing, bridging skill gaps, and so much more. He recommends using tech platforms that enable upskilling to streamline the process and offer these opportunities at scale. 
 

Empower recruiters: Position recruiters to educate hiring managers on job requirements that could introduce bias, such as specific academic credentials. By educating hiring managers, you’re actively working towards combating bias before it gets introduced. 
 

Make small process changes: Minor process tweaks can significantly boost DE&I, Lakin said. A global publishing house he worked with decided to ban grad and early career referrals upon discovering they were blocking DE&I efforts. This shift was easy to make and offered impactful results. 
 

Evaluate performance and gather employee feedback
 

Not every attempt to improve DE&I will work. To avoid going too far down a path that isn’t getting the results you need, it’s critical to test initiatives.  
 

In Lakin’s experience, even the most well-intended efforts can fail to have the desired effect. A few years ago, his team ran a controlled study of anonymous sourcing – identifiers like name, gender, and age were hidden. Contrary to expected results, they found that this approach actually put all candidates at a disadvantage.
 

He’s also seen campaigns designed to target a specific dimension of diversity receive negative feedback from other audience segments who feel excluded.
 

Passion, data, and the right people are key to DE&I
 

People tend to have a lot of passion when it comes to creating a more inclusive, equitable workplace – and that’s a good thing, Lakin said. But he emphasized the importance of keeping goals data-focused.
 

Involving the right people is key. Organizations need diverse hiring specialists working closely with inclusion practitioners to create a better work environment for all.
 

Separate inclusion goals from diverse hiring goals because they’re slightly different problems. “We need to make sure we’re re-engineering and auditing for what we’re trying to achieve. Look at diverse hiring channels, understand what you’re analyzing, and have a consistent methodology.”
 

 

Ready to bring DE&I to the forefront at your organization?Download The Definitive Guide to Diversity & Inclusion

Sign up to get notified about future episodes of Talent Experience Live! Catch us on LinkedIn, YouTube, Twitter, and Facebook every Thursday at noon ET to get the latest in recruiting, talent acquisition, talent management, and HR tech.

monica.montesa
Thu, 11/18/2021 – 23:31

Putting Bad Bosses on Blast (And How To Avoid Becoming One)

Employees don’t leave a job. They leave a boss. Heard that one before, right?
 

In today’s labor market, managers need to know how to be empathetic leaders – it’s a key factor in creating a magnetic employee experience. But can a so-called bad boss turn good?
 

Talent Experience Live brought on Jonathan Harrison, Director of Learning and Organizational Development at Nova Southeastern University, to share research-based tactics that can transform bad bosses into leaders who care – and retain employees!
 

Get his practical advice in the recap below, or watch the full episode right here for all the details.
 

Bosses: What separates the good from the bad?

As an educator, author, and leadership training expert, Harrison has observed managerial styles across the spectrum. 
 

He’s gathered feedback from hundreds of workers on what makes a bad boss. The most common trait? “When we look at our ‘worst boss,’ it’s not necessarily that they’re trying to make us miserable – but oftentimes, they’re in it for themselves. They’re trying to get ahead in their career.” 
 

As for the most beloved bosses, the ones everybody wants to work for, they embody the opposite: “It’s about looking out for others – about taking care of the people they’re entrusted with; about really putting their team first,” Harrison said.

Resource: Empowering Employees to Realize Their Potential

Another key factor is training. Only 15% of supervisors receive any type of leadership training before being promoted to a managerial level, Harrison said, citing research by the Ken Blanchard Companies.
 

Managers can change

Is it possible for a bad boss to leave the dark side? Yes, Harrison says – but it takes a desire for change on the part of the individual and a commitment to lead with intention.
 

Leading with intention

First up in the bad boss-good boss transformation is a mindset pivot. Good bosses lead with intention, as Harrison said. So how can managers start adopting an intentional leadership style? 
 

It begins with awareness, according to Harrison. “It could be as simple as when you get up in the morning, reminding yourself what are your values, what are your goals, what is your role, what are you here to do? And you have to work at it. It has to become a habit.”
 

Other traits of intentional leadership include:
 

Being open to humility and vulnerability
 
Keeping the goals of the team front and center 
 
Taking more blame and less credit

3 tools and tactics used by great leaders 

Harrison shared some of his favorite, tried-and-true tactics that can help managers put intentional leadership into practice.

1. The one-on-one

When used correctly, supervisor and employee one-on-ones are almost a “silver bullet,” Harrison said.
 

“People feel rewarded simply by having quality time with their leader,” Harrison said, which is especially key today when a large part of the workforce is working remotely, which threatens communication and can cause disconnection.
 

One-on-ones can be short – even 10 minutes is fine – but they need to be consistent, whether that means weekly monthly, or however else the schedule allows. “Don’t let it get bumped,” he emphasized.
 

Here are his tips for ensuring successful one-on-one meetings:
 

Have the direct report list the 5 most important things they’re working on in order of priority.
 
Check for alignment – do the employees’ priorities match the manager’s? If not, have some good dialogue about re-aligning. 
 
Ask what’s important to employees. Not only in the short-term regarding current projects, but uncover the employee’s career aspirations and how they want to develop. If the comfort level is there, ask about personal goals that are important to them.
 
Keep a record of these one-on-ones, either printed or digitally. This will create a valuable tool for annual performance reviews.
Downloadable Resource: The Definitive Guide to Employee Experience

2. The SBI Method

Employees need feedback from managers so they can grow and develop. A lot of bosses struggle to find a balance between being overly critical and being too hands-off, fearing confrontation.
 

But using the SBI approach, which stands for Situation-Behavior-Impact, bosses can give straightforward feedback that produces positive resolution.
 

Here’s an example:

Situation: During the board meeting last week.Behavior: You were using your phone the entire time.Impact: My own supervisor commented to me that you didn’t seem engaged.

Resource: How to Use Data-Driven Tools to Improve Leadership Hiring

This method helps managers get down to business and resolve negative behavior, Harrison said. 
 

Pro tip: SBI can also be used to communicate positive reinforcement, which can be just as impactful.
 

3. The start-stop-continue

Another framework is Start-Stop-Continue. Ask “What should I start doing? What should I stop doing? What should I continue doing?” 
 

The caveat: Leaders need to be prepared to take action on the feedback they receive. This tactic creates a “safe space” for employees. It opens the door to asking for change, bringing up concerns, or requesting feedback.
 

“At the end of the day as a leader, our role is all about others – it’s not about ourselves,” Harrison said. “As much as we can keep that in mind, that will be an incredible resource to use going forward.”

Sign up to get notified about future episodes of Talent Experience Live! Catch us on LinkedIn, YouTube, Twitter, and Facebook every Thursday at noon ET to get the latest in recruiting, talent acquisition, talent management, and HR tech.

regina.rao
Thu, 11/11/2021 – 17:40

FIS’s Winning Strategy for CRM Adoption Success

AI-powered HR tech can make life a lot easier for busy talent acquisition departments. The hard part? Getting recruiters to use it. 
 

Zach Elder, Talent Acquisition Systems Optimization Lead for FIS Global, and his team encountered the challenge of technology adoption when rolling out their new applicant tracking system (ATS) and Phenom Talent Experience Management (TXM) platform at exactly the same time. Complex? Yes. Doomed to be a priceless yet unused piece of the tech stack? No.
 

Elder shared his successful 3-part approach for rallying his people to drive tremendous adoption, collaboration, and value realization of their talent experience platform — especially its Candidate Relationship Management (CRM) tool. View all of his insights in the video below — or read on to catch key takeaways!
 

Step 1: Lay the foundation with change management
 

FIS, a global fintech leader with 55,000 employees, onboards thousands of new hires annually. As a government contractor, OFCCP compliance is also top of mind for their U.S. recruiting group — a big reason why the chose Workday as their system of record, Elder noted. 
 

But the team also wanted a way to better harvest their organic applicant data, where they could revisit previous applicants and message them in a meaningful way with robust templates and AI-fueled data and insights. Better referral management capabilities were also top of mind, Elder revealed. Since Phenom is a Workday Certified Select Partner, they could have it all — including their priorities for a CRM, internal and external Career Sites, Events, and Campaigns.
 

However, Elder knew successful deployment would require strategic effort to influence user behavior ahead of go-live. “It’s not enough to just turn it on,” he said. “How do we drive those user behaviors to fully adopt it?” Before implementing TXM, he created a solid foundation to support upcoming change management by:
 

Educating recruiting teams, stakeholders, and leadership on the benefits of CRM implementation. “Don’t make the assumption that everyone understands the value it brings to the table,” Elder said. 
 
Completing Phenom courses to support a comprehensive understanding of the CRM capabilities and features
 
Holding FIS sponsored Phenom training sessions with support from CRM job aids 
 
Ensuring a clear understanding of the handoff of talent information from the Phenom CRM to their Workday ATS — a crucial step for FIS and all organizations in industries that require compliance with protected information laws. 
 

You might also be interested in — How to Deploy Intelligent HR Tech With Confidence
 

Step 2: Leverage consistent, targeted training 
 

Since recruiters were learning two new systems at the same time, initial CRM adoption gaps were expected, revealed Elder. The solution? Consistent, focused training with the team’s dedicated Phenom customer success manager that included: 
 

Biweekly global team calls covering individual components of the CRM 
 
Job aids and exercises to help recruiters complete trainings. “Using the analytics capability within Phenom, we could easily report on who was actually completing those exercises, and really empower them to make sure they’re capitalizing on those activities,” Elder said.
 
A team of “champions” to drive adoption, support training, and enhance configuration
 

Related Content — The Path to Partnership: Phenom Introduces CORE
 

Step 3: Get creative with incentives to drive continuous usage
 

Elder knew he had to keep enthusiasm high to influence long-term usage and fully achieve their CRM goals. What better way than a little gamification? A 6-week contest was organized in conjunction with the holiday season, awarding gift cards and Phenom swag as prizes. The rules? Interact as much as possible with the CRM. A weighted point system was used to reward high-value actions, such as:
 

creating notes
adding new prospects
forming lists
launching email campaigns

To kick off the contest, Phenom created a customized hype video. Check it out here: 
 

“If that doesn’t get you pumped up about CRM functionality or activity, I don’t know what will,” said Elder. (I tend to agree…)
 

Early Wins & Success
 

To determine contest winners, Elder leveraged Phenom talent analytics and CRM usage reports. With a data-driven view of how recruiters are using the system, he could also better gauge recruiter behaviors and actions to manage KPIs. Here’s how that played out.
 

4.5 months of focused training and exercises:

active users increased over 100%
overall actions in the CRM increased over 560%
 
5 weeks into the contest: 

active users increased an additional 24%
overall actions increased 675%

Another way Elder monitored progress? Login trends like the example he shows here: 
 

While the stats speak for themselves, there were also some additional benefits that resulted from the adoption efforts, including greater collaboration among recruiters as they shared ideas and tips, and more productive, effective “champion” meetings. A standout tool that enhanced how the team worked through Phenom course recommendations, product releases, and contest updates was Microsoft Teams — which seamlessly integrates with the Phenom platform for streamlined communication and collaboration.
 

Lessons Learned 
 

Like any major tech rollout (let alone two), there’s much to be learned. Elder stressed the following:
 

Stick with one rollout at a time. Implementing new technology will always come with a unique set of challenges. Adopting two new platforms at once was a little too ambitious and created some adoption gaps, Elder revealed. 
 

Work closely with your implementation partner before go-live. Elder worked hand in hand with Phenom’s customer success team on configuration decisions such as governance, tagging conventions, and custom field capabilities ahead of go-live. “It’s much easier to set things up on the front end prior to go-live than roll everything out as a free-for-all and needing to back track on some of the functionality,” he said.
 

Choose the right champions. It’s crucial to create a team of technology champions that are happy to support their coworkers while they learn how to integrate new technology into their daily routines. Select team members who have a passion for technology, are fast learners, and will make enthusiastic evangelizers.
 

Focus adoption efforts immediately after go-live. Capitalize on the excitement and energy that accompanies a new rollout to drive faster adoption among users. Follow up immediate adoption efforts with long-term strategies or incentives to nurture full integration among your team. 
 

 

Considering a CRM to enhance your talent experience? Everything you need to know is just a demo away! 

jennifer.thomas
Mon, 11/08/2021 – 09:00